15-18h
Time saved per recruitment through AI
95%+
Accuracy of speech transcription
78%
CV matching score (indicator)
0
Personal data never used to train AI
Our AI philosophy
"AI doesn't replace the recruiter. It gives them superpowers."
Artificial intelligence is transforming recruitment. But between marketing promises and reality, there's often a gap. At Aurelia, we have a clear philosophy: AI is an assistant, not a decision-maker. We believe AI should reduce biases (not amplify them), be explainable (not a black box), and every decision must remain human.
The 5 uses of AI at Aurelia
- 1
HR content generation
AI writes professional documents from your guided answers.
- –Structured, contextualised job descriptions
- –Attractive job postings optimised for SEO
- –Personalised interview grids
- –Recruitment emails (invitations, follow-ups, rejections)
- –Evaluation reports and interview summaries
- 2
CV parsing and analysis
AI extracts key information from CVs to create structured candidate files.
- –Extraction of experience, education, skills
- –Identification of potential inconsistencies in background
- –Structuring into comparable candidate profile
- –Integrated OCR for scans and CV images
- 3
Scoring and matching
AI compares candidate profile to defined criteria and calculates matching score.
- –Score per criterion (skills, experience, education, location)
- –Overall weighted score according to weights from step 1
- –Identification of gaps (missing or insufficient skills)
- –Suggestions for clarification questions in borderline cases
- 4
Interview transcription
AI transcribes audio to text with 95%+ accuracy (OpenAI Whisper).
- –Accepted formats: MP3, WAV, M4A, MP4
- –OpenAI Whisper technology — state-of-the-art in speech recognition
- –Speaker identification (recruiter vs candidate)
- –Timestamping of key passages for quick navigation
- 5
Answer analysis
AI evaluates response quality against STAR structure and profile coherence.
- –Verification of STAR structure in responses
- –Identification of concrete examples vs generalities
- –Detection of inconsistencies with CV information
- –Suggestions for follow-up points in additional interview
Aurelia vs ChatGPT: fundamental differences
Comparison for recruitment
| Aspect | ChatGPT | Aurelia |
|---|---|---|
| Recruitment context | Generic conversation | Integrated, persistent recruitment context |
| Process structure | You must prompt everything | Guided journey step by step |
| Suggestion reliability | Hallucinations possible | Optimised prompts verified by HR experts |
| Recruitment memory | Limited session, forgets everything | Complete history preserved |
| GDPR compliance | Data sent to USA | EU hosting, data protected |
| Specialisation | Generalist all-rounder | Recruitment expert only |
What our AI does NOT do (and why)
Deliberate scope of Aurelia's AI
Avantages
- Suggests scores and recommendations based on objective criteria
- Explains each suggestion with sources and reasoning
- Always leaves final decision to human
- Learns from your corrections to improve suggestions
Inconvénients
- Never automatically eliminates candidates
- Doesn't judge personality or character traits
- Doesn't analyse non-verbal language or tone of voice
- Doesn't predict future performance with opaque algorithms
European AI Act Compliance
The European AI Act takes effect progressively until August 2027. AI-assisted recruitment is classified as "high risk" by this regulation. Aurelia anticipates and complies with these requirements starting today.
AI Act Compliance — our preparedness status
| AI Act requirement | Our compliance | Status |
|---|---|---|
| Mandatory human supervision | No automatic candidate decisions | Compliant |
| Transparency on AI use | Clear indication when AI intervenes | Compliant |
| Non-discriminatory algorithms | Regular bias tests, objective criteria | Compliant |
| Technical documentation | AI processing register available | Compliant |
| Documented risk management | Impact analysis completed | Compliant |
| Quality control of outputs | Continuous AI suggestion monitoring | Compliant |
Our AI limitations (in full transparency)
Transparency on limitations
For very niche roles, suggestions may be generic. Transcription can have errors with strong accents. AI can't truly evaluate deep human qualities. And it will never replace the experienced recruiter's "feel". These limitations are managed: you can always edit and adjust, AI learns from your corrections, and human support is available for complex cases.
Can AI automatically eliminate candidates?
Never. This is a red line at Aurelia. AI scores and suggests categorisation (to contact, explore further, not retained), but no candidate is eliminated without explicit human decision. The recruiter sees AI suggestions and validates or challenges each decision. This approach complies with European AI Act and HR best practices.
Is my data used to train AI?
No. Your data remains yours. We don't use customer data (CVs, evaluations, interview notes) to train our AI models. We use third-party models (Claude by Anthropic, Whisper by OpenAI) through Data Processing Agreements (DPA) that guarantee data isn't used for training. This is a contractual guarantee, not just a promise.
Can I disable certain AI features?
Some AI features can be disabled per your preference. For example, you can disable automatic CV pre-scoring if you prefer to read each profile without algorithmic pre-selection. Or disable interview answer analysis if you prefer to evaluate yourself. Contact support to personalise your AI usage according to your preferences.
How does Aurelia handle biases in its algorithms?
Aurelia takes several measures to reduce algorithmic bias: evaluation criteria exclude discriminatory data (age, gender, origin, address, photo); scorecards are based on observable, verifiable skills; regular bias tests are conducted on AI suggestions; and we're transparent about how algorithms work. No system is perfect, but we take these issues very seriously.
Discover AI serving your recruitment
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